Hearst Magazines Marketing Manager, Hearst Magazines Digital Media/Luxury & Fashion in New York, New York

As an integral part of the Hearst Digital Media marketing organization, the Marketing Manager will create compelling programs that meet client objectives while driving digital revenue across Hearst’s Fashion & Luxury and Young Women’s sites: Harper’s BAZAAR, ELLE, Marie Claire, and Town & Country, as well as Cosmopolitan, and Seventeen.


• Ideate and develop custom solutions in response to digital RFPs

• Collaborate with Sales, editorial, and Operations to bring digital solutions to life

• Attend client meetings

• Develop luxury category and client expertise, sharing knowledge and best practices across the larger marketing team

• Envision new ways for advertisers to connect with our consumers—through Snapchat, Facebook or Instagram, always thinking through new ways to innovate

• Facilitate turnover of sold digital program to Project Manager

o Stay connected to sold programs throughout the execution phase to ensure quality of execution and program success


• Can synthesize client objectives to determine the right strategy

• Thrives in a dynamic and fast paced, high volume environment focused on both internal and external selling of ideas and concepts

• Is passionate about digital and social and seeks out new innovations and ideas for brands to connect with consumers

• 3+ years minimum in media marketing and advertising experience- extensive digital experience is a plus, and a Bachelor's Degree

• Creative, resourceful, proactive, self-starter, entrepreneurial spirit

• Strong Powerpoint, Keynote and Excel required; InDesign and Photoshop a plus

• Knowledge of comScore, Adobe Analytics a plus

Hearst Magazines is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.

Pay Transparency Nondiscrimination Provision

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)